Assignment 1
Employment-At-Will Doctrine

Name
LEG 500
Professor Name
Name of University
Date

Action 1:
According to the U.S. Equal Employment Opportunity Commission, employers are prohibited from inquiring about whether an employee has a disability or not (Disability Discrimination). Therefore, would review the employee’s personnel records to identify whether or not she openly disclosed having a disability. As Jennifer’s direct supervisor, it is imperative that due diligence is conducted to ensure that said employee does not have any form of disability that hinder her abilities to perform the job requirements. Additionally, it is important to ensure steps taken to correct inefficiencies are in accordance with Federal and State employment laws and regulations. Moreover, it is important to review employment laws prior to developing a corrective action plan. This will ensure that the process and procedures taken will be within the confines of the law. If the employee disclosed having a disability, then measures will be taken to ensure more time is given for said employee to develop the knowledge, skills, and attributes required to perform assigned duties. The stance on this scenario rules out the possibility of said employee having a disability and will address the steps required to correct inefficiencies with said employee’s performance.
According to the scenario, several issues must be addressed in order to improve the employee’s inefficiencies. First step required would be to develop a performance evaluation checklist for all employees, in the event one does not exist. A standardized performance evaluation checklist will be a direct reflection of the employee’s position description by assigning objectives that meet each required knowledge, skill, and attribute (KSA). The performance evaluation checklist will identify preset goals and